DIVERSITY AND INCLUSION

At MSD we believe there is strength in differences. We are deeply committed to fostering an inclusive environment that embraces and values the varied skills, experiences, backgrounds and cultural perspectives of each individual.

In Australia and New Zealand, we have a long-standing commitment to creating an organisation that is more diverse and a culture that is inclusive and socially responsible. Our Diversity & Inclusion Council, chaired by the Managing Director, Australia and New Zealand, was established in 2014 to define, develop and drive diversity and inclusion strategies across the business. The council’s vision is to foster a workplace that allows our colleagues to bring their whole selves to work.

We aim to:

Foster an inclusive culture;

Address unconscious bias;

And provide an accessible and flexible work environment

for all of our people in everything that we do.

We know that having a more global and diverse workforce makes us a more innovative and agile company and better attuned to the needs of our customers, health care providers and patients who ultimately use our products.

Current achievements and initiatives:

MSD is proud to be named an Employer of Choice of Gender Equality (2015, 2016 and 2017) by the Workplace Gender Equality Agency, recognising our commitment to achieving gender equality in our workplace

Proud winners of the Best Workplace Flexibilty Program and Employer of Choice (100-999 employees) at the 2018 Australian HR Awards

Our Managing Director, Australia and New Zealand, Michael Azrak and taken the Pay Equity Pledge in 2018, aligning to our organisational commitment to gender equality and pay equity:

"Gender equality remains a key pillar of our strategy – where providing our people with the same opportunity, both men and women, to be successful is critical to our success. Our commitment to gender equality and pay equity is part of the way we work at MSD, which is why we’ve undertaken a comprehensive pay equity review every year since 2014 and we continue to do so. Each year we analyse our data to understand and take action on pay annually. We have rigorous processes in place to make sure that every time an individual joins the business, moves teams, or is promoted that we’re analysing the pay data and bringing them in at a point that is appropriate compared to their peers."

Encouraging membership by both women and men of the MSD Women’s Network and the Men4MSD Women’s Network group, a global network that allows people to connect with others to foster gender equality

Actively promoting flexible work arrangements, with 9 in 10 employees saying they have the flexibility they need to manage work and caring responsibilities.

Membership of and contribution to diversity networks including the Diversity Council of Australia, NEEOPA (NSW Equal Employment Opportunity Practitioners Association), Diversity Works New Zealand and PAGE (the Medicines Australia Special Interest group for Gender Equality in the Pharmaceutical Industry)

Proactive programs to advance gender diverse leadership across the business

Training and other methods to cultivate mental health and unconscious bias awareness

The highlighting and celebrating of key diversity events including A Taste of Harmony, Close the Gap, International Women’s Day, R U OK? Day, and White Ribbon Day

The provision of exceptional benefits for colleagues experiencing family/domestic violence, and for care givers, including parental leave and additional leave that can be used flexibly.

Supplier diversity

At MSD, we believe a diverse supplier base helps us better understand and anticipate the needs of the people we serve. That is why we cast a wide net in search of talent, seeking qualified suppliers from all segments of the global community. Our local supplier diversity program includes Indigenous- and women-owned business enterprises.

We hold our suppliers to the same standards to which we hold our own employees. We expect our suppliers to:

provide top-quality products and services along with the highest level of service.

demonstrate that they are proactive, innovative and able to think strategically.

Leadership Commitment

Understanding and leading diversity and inclusion practices are considered an essential leadership skill for all of our employees.

We expect all employees, beginning with our leaders, to achieve diversity and inclusion goals, which are used to gauge individual and company performance. We define, measure and reward diversity performance through a number of tools, including affirmative action plans and diversity objectives on our company scorecard.

This website of MSD & Co., Inc., Kenilworth, NJ, USA (the “company”) includes “forward-looking statements” within the meaning of the safe harbor provisions of the United States Private Securities Litigation Reform Act of 1995. These statements are based upon the current beliefs and expectations of the company’s management and are subject to significant risks and uncertainties. There can be no guarantees with respect to pipeline products that the products will receive the necessary regulatory approvals or that they will prove to be commercially successful. If underlying assumptions prove inaccurate or risks or uncertainties materialize, actual results may differ materially from those set forth in the forward-looking statements.

Risks and uncertainties include, but are not limited to, general industry conditions and competition; general economic factors, including interest rate and currency exchange rate fluctuations; the impact of pharmaceutical industry regulation and healthcare legislation in the United States and internationally; global trends toward healthcare cost containment; technological advances, new products and patents attained by competitors; challenges inherent in new product development, including obtaining regulatory approval; the company’s ability to accurately predict future market conditions; manufacturing difficulties or delays; financial instability of international economies and sovereign risk; dependence on the effectiveness of the company’s patents and other protections for innovative products; and the exposure to litigation, including patent litigation, and/or regulatory actions.

The company undertakes no obligation to publicly update any forward-looking statement, whether as a result of new information, future events or otherwise. Additional factors that could cause results to differ materially from those described in the forward-looking statements can be found in the company’s 2015 Annual Report on Form 10-K and the company’s other filings with the Securities and Exchange Commission (SEC) available at the SEC’s Internet site (www.sec.gov).

No Duty to Update

The information contained in this website was current as of the date presented. The company assumes no duty to update the information to reflect subsequent developments. Consequently, the company will not update the information contained in the website and investors should not rely upon the information as current or accurate after the presentation date.